What is a good goal, development
or employee interview?
Welcome to Yesbox Employee and development talks
- A process and a fun way of working
A. Direction Phase – Set Goals Yesbox:
Set clear goals based on the departmental goals. Whether it's called a development interview, skills interview or goal interview, this is the moment when the direction is staked out. Yesbox adapts as needed, for example annually, quarterly or project-based. With Yesbox goals, OKRs and tasks so that both team and individual can reflect on common goals and connect them.
B. Follow-up phase – Follow up i Yesbox:
To ensure that follow-up, examples of dialogues:
- Theme dialogue: The employee prioritizes relevant areas.
- 1:1 dialogue: Short, regular meetings to keep each other up to date.
- Dialog about tasks: Discuss and adapt activities as needed.
- Goal tracking: NÖHRA (Current state, Desired state, Obstacles, Resources, Activities) or OKR (goals and key results) to practically evaluate goals and tasks.
With Yesbox you get the tools to reach your goals and follow them up.
C. Evaluation Phase – Document and Evaluate i Yesbox:
At the end of the period you use Yesbox to document and discuss the outcome of your goals. The focus is on grading the achievement of goals, identifying obstacles and challenges and taking lessons with you for the future.
Yesbox exists to support your journey and create a positive and successful process and work environment.
Yesbox employee interview with survey
With Yesbox platform, you can streamline your employee interviews and save valuable time by using an initial survey.
The preparations are simple:
- Layout of personnel in the platform: Register your employees smoothly and easily in Yesbox.
- Send digitally: Send out the survey to your employees via email or SMS.
- Automatic reminders: The platform sends automatic reminders to ensure everyone responds on time.
The employees fill in the questionnaire before the conversation, which gives the managers a clear picture of important topics and saves time during the dialogue itself.
Analysis for managers in the platform:
Managers get access to a detailed analysis of the survey results directly in Yesbox platform. This makes it easy to identify and focus on the most relevant conversation topics, improving the quality of employee conversations.
More effective calls:
The conversation itself becomes faster and more efficient because the focus is on asking follow-up questions based on the answers to the survey. This leads to more insightful and productive conversations.
Optimize your employee conversations with Yesbox and experience the difference!
1: 1 dialogue
A 15-30 min meeting as manager and employees have every / every two weeks to update each other, often based on the following general questions:
- How are you doing?
- How is it going? (activities from action plan can be lifted in)
- Additional questions that have come up? (areas determined by the organization can be selected from)
- What do you need support for?
1: 1 meetings are usually characterized by spontaneity and openness, and that's how we want it to be. On the other hand, it should be easy to write down things that are agreed upon and that can supplement the activity plan.
Business Objectives - Direction: Sets the path for success
Use Business Objectives - Direction to set the direction for the coming period. Here you set operational goals based on the unit's overall goals, your own or the team's.
The dialogue creates an interactive process between leaders and employees where the goals are not only defined but also discussed about how they can contribute to reaching the unit's overall goals. After the goal setting, the Business Goals - Follow-up dialogue follows to continuously discuss and document progress and challenges. Stake out the path to success with Yesbox!
Business goals - Follow-up
Operational goals - Follow-up is a dialogue that is used to continuously follow up on the operational goals set for an employee. The dialogue provides the opportunity to focus the discussion on the current situation, challenges, goal achievement, and how likely it is that the targets is achieved. Action activities can be created during the dialog and automatically integrated with the action plan (ie, Activities).
Business Objectives - Evaluation
The Dialogue Measures Dialoguel - Evaluation is used at the end of a period to document and discuss the outcome of the goals that the employee worked on.
The discussion focuses on the positive aspects of the result, and the obstacles and challenges that have been encountered. A grading of goal fulfillment and lessons to be learned in the future are also documented.
Group dialogues about the latest survey - "Measurement"
The Measurement dialogue is an important companion to the customer, heart rate and employee surveys that the organization conducts.
By following up the measurement results as soon as they are published, good results can be celebrated and worse results can be discussed and action activities can be identified and assigned.
The measurement call is made in groups (eg within a team or department) and the agenda is based on the areas (measurements) that the measurement contained. The dialogue focuses on reflection on the results and identification of measures.